This chapter contains the background to the study, statement of the problem, purpose of the study, objectives of the study, research questions, scope of the study, conceptual framework, the significance of the study and the justification of the study. * 1.2 Background to the study:
The Institute for International Co-operation and development (C&D) is a non-profit making Italian organization founded in Piacenza by the late Father Vittorio Pastori in 1982. In 1983 it was recognized by the Italian Ministry of Foreign Affairs as Non–Governmental Organization (NGO) specializing in the promotion and implementation of multisectorial projects of cooperation with Developing Countries. With its Head Office in Kampala, the Organization has a field base in Karamoja located in Moroto town, a large facility initially built as emergency relief centre during 1980 famine. In more than twenty years of activity in the Region, C&D has built strong collaborative links with the local communities and attaches great importance to the delivery of much-needed services and resources to the most vulnerable, through participatory approaches. The Organization is experienced and committed to facilitating holistic development, based on non-discrimination and taking advantage of its strong outreach at grassroots level. It is strategically located within Karamoja Region. The wide availability of machineries and multipurpose structures, contribute to position the Institute for International Co-operation and Development among the most equipped NGOs in Karamoja in the sectors of water development, food security, child protection, drought preparedness, Gender Based Violence prevention, youth and women empowerment as well as emergency aid.
Armstrong (2000) recognizes that the actual or potential skills shortage can threaten the future prosperity of an organization if proper induction is not conducted for the staff to understand the organizations goals and be able to leave to its expectations and goals.
(Armstrong, 2000) Induction refers to all deliberate activities by an organization aimed at bringing a new staff to acceptable knowledge of the staff performance and potentials In this case the human resource department in every organization should make sure that every staff joining the organization goes for a proper induction which includes training to achieve more skills for the staff to understand his/her work hence better quality work and good staff performance. According to H.T Graham, it is the process of receiving the new employee when he/she begin work, introducing him to the company and to his colleagues and informing him of the activities, customs and tradition of the company. In order to achieve this, the organizations need high quality staff (Human Resource) in order to produce good quality work, hence good staff performance at the end and this cannot be satisfied unless they invest in developing their skills and competences. This can be achieved through proper induction in the organization for the new entrants to understand, the goals and policies of the organization (Black, Duncan, 2001). Induction helps people make the transition into a new workplace, a new role or area of responsibility. It is considered to be a continuous process which generally starts with contact prior to taking up employment and proceeds through arrival, first days/weeks on the job and generally up to the third month of employment. Induction is the first step towards gaining an employees' commitment, it is aimed at introducing the job and organization to the recruit and him or her to the organization. It involves orientation and training of the employee in the organizational culture, and showing how he or she is interconnected to (and interdependent on) everyone else in the organization. A good induction can determine how quickly your employee settles into the business and the speed at which they develop to...
References: Armstrong, M. (2000). A Handbook of Human Resources Management Practice. London: Kogan UK.
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